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12 Cards in this Set

  • Front
  • Back
Actions or behaviors relevant to the organization's goals; measured in terms of each individual's proficiency.
Evaluation of the results of performace; often controlled by factors beyond the actions of an individual.
Ratio of effectiveness (output) to the cost of achieving that level of effectiveness (input).
Understanding what is required to perform a task; knowing information about a job or job task.
Declarative Knowledge
Knowing how to perfrom a job or task; often developed through practice and experience.
Procedural Knowledge
Concerns the conditions responsible for variations in intensity, quality, and direction of ongoing behavior.
Basic building blocks or causes of performance, which are declarative knowledge, procedural knowledge, and motivation.
Determinant of Performance.
May appear in different jobs and result from the determinants of performance; John Campbell and colleagues identified 8 performance components, some or all of which can be found in every job.
Performance Components
Occurs when an actual criterion is missing information that is part of the behavior one is trying to measure.
Criterion Deficiency
Occurs when an actual criterion includes information unrelated to the behavior one is trying to measure.
Criterion Contamination
Ideal measure of all of the relevant aspects of job performance.
Ultimate Criterion
Actual measure of job performance obtained.
Actual Criterion